2018 HR Technology Disruptions

Productivity, design & intelligence reign

1 2
10 disruptions New focus on tools for
workforce productivity
ERP and HCM move to the cloud as
the talent market reinvents itself
in the HR technology These mobile-enabled tools resemble Talent management is being redefined

market likely to social networking platforms, letting

employees post pictures and create
as part of a new category we call
“team management.” These tools
transform the groups and alerts, and are designed
to facilitate team-based communication
do not behave like talent or people
management systems because they are
overall landscape: in ways email can’t. designed with the team at the center.
Another emerging subcategory likely
to grow rapidly is gig- or project-based
work management systems.

3 4 5
Continuous performance Explosion of feedback, Reinvention of corporate
management has arrived pulse survey & analytics tools learning is here

Companies are now looking for tools To maintain a positive employee The corporate learning market is
that adapt as people move from project experience, organizations will need experiencing tremendous growth,
to project and team to team, and make a set of tools that facilitates continuous and there is a need to reskill and
employee-manager interactions simpler. listening—and goes beyond annual develop employees as the future
Some of the leading tools are designed surveys. This part of the market overlaps of work marches forward. Virtual and
by game designers, making them with employee wellbeing, creating more augmented reality are also evolving
easy to use, agile, and data-driven. disruption as these platforms begin to quickly and will create changes
collect data on everything from employee in the learning and performance
location to mobility and heart rate. support markets.

6 7 8
Recruiting market is rapidly changing Wellbeing market is exploding People analytics market has grown
and matured
Hiring people is the most important Today’s wellness industry has rapidly shifted
thing companies do. Many companies its focus from accident and insurance cost People analytics is now a must-have
are increasing their investment in video reduction to “wellbeing.” The HR technology within HR and business. Three crucial
assessment, the fastest-growing new market contains dozens of tools and systems areas to pay attention to are:
area of spending in talent acquisition. designed to measure, monitor, and improve
wellbeing at work. Vendors will bring new Embedded analytics
offerings to market, including technology The fastest-growing analytics
platforms, self-assessments, coaching spending area is embedded
programs, biometrics, and end-to-end analytics—meaning analyses are
healthcare solutions. available as needed without
having to generate reports.

AI
Vendors will become intelligence
providers, rather than merely

9 10 analytics providers. Most major

application providers are working to
deliver pattern-recognition, algorithm
Intelligent self-service, communications HR departments are becoming
refinement, machine learning,
& employee experience tools digital & innovative and natural language processing.
Self-service platforms allow employees Innovation is now coming from HR
to get questions answered, submit functions themselves. HR departments
ONA
transactions, and find information, are thinking more creatively, asking more
Organizational network analysis
without human assistance. These emerging questions, and pushing vendors to adapt technology captures data from
technologies use cognitive, conversational, to new management models by emails, feedback activities, and other
intelligent systems—similar to demanding solutions that are more sources to understand how people
voice-recognition software already in wide team-centric, intelligent, and easy to use. are communicating. It identifies
use—to simplify HR transactions. workflow patterns, bottlenecks,
and roles.

Sources: HR Technology Disruptions for 2018: Productivity, Design, and Intelligence Reign, Bersin, Deloitte Consulting LLP / Josh Bersin, 2017; ongoing Bersin research
in the area of learning and development spending; ongoing Bersin research in the area of talent spending; Sierra-Cedar 2016–2017 HR Systems Survey White Paper, 19th
Annual Edition, Sierra-Cedar / Stacey Harris and Erin Spencer, www.sierra-cedar.com/research/annual-survey/; “Google for Jobs: Disrupting The Recruiting Market?,”
joshbersin.com / Josh Bersin, May 25, 2017, http://joshbersin.com/2017/05/google-for-jobs-disrupting-the-recruiting-market/; 2017 Employer Health Benefits Survey, The
Henry J. Kaiser Family Foundation, September 19, 2017, www.kff.org/health-costs/report/2017-employer-health-benefits-survey/; Bersin High-Impact People Analytics
survey, 2017; Bersin High-Impact HR survey, 2017.

Copyright © 2017 Deloitte Development LLC. All rights reserved.